Application Of The First-line Supervisors Competency Model In Training Needs Analysis In Changchun Movie Wonderland

Scenic spots of the first-line supervisors, is in direct contact with tourists and business interface, and their training, strategic development of enterprises play an important role. Training needs analysis is the basis for training activities, the first link in accurate positioning plays an important role in the correct target, thereby affecting the design of targeted training and impact assessment.Changchun movie wonderland is China's first world-class movie theme park entertainment, is Changchun film studio reform, the second start of the landmark projects. Changchun movie wonderland 2005 was named the national 4A scenic spots, in 2006, China's top ten movies selected. Changchun movie wonderland not only enriches the content of the Northeast regional tourism, but also fills gaps in China's film industry of tourism. Since May 2005 the park was formally since it has received more than 300 million overseas tourists in the Chinese tourism market had a great influence, and achieved good social and considerable economic benefits.Changchun movie wonderland line is currently in charge of training needs analysis, there are many problems. Not enough accurate training needs analysis led to training in the direction of deviation. Although Changchun movie wonderland project invested in training a lot of time and money, they cannot get a pre-effect, first-line supervisors in the training process may be repeated to learn have mastered skills. In this way, they feel the training is dispensable, train no effect, training is a waste of time, or even reluctant to participate in training, not learn the skills and knowledge needed work, contrary to the original intention of the organizers of the training, resulting in the training of poor quality.This research and analysis from the line Changchun movie wonderland in charge of training needs analysis of existing problems and the reasons start with the first-line supervisors to further enhance the effectiveness of the training needs analysis for the purpose of linking theory with practice, in-depth to explore ways through the establishment of first-line supervisors competency model, the model will be established embedded training, management, training needs analysis to solve the existing problems. Improve enterprise in charge of training of the first-line quality, and enhance organizational competitiveness.Chapter I briefly describes the company background, defining the scope of first-line supervisors on the basic conditions were introduced. Then to further explore the existing first-line supervisors training needs analysis there are three main problems: lack of appropriate tools that can be quantified, human resources are important, urgent needs can not accurately grasp; performance evaluation and training of management independent of each other, the performance evaluation of the results there is no effective to guide training needs analysis; training, a lack of clear direction, resulting in charge of training motivation to learn first-line strong, half-heartedly and cannot identify the training needs of the company's future, affecting the construction of echelon talent.Analysis obtained for the following reasons: Corporate executives do not realize that the strategic position of the training; the work of formal training needs analysis, training management system is not perfect, not achieved with the pay, performance and promotion system of interaction; training needs analysis the objective is accurate, can not accurately locate the core of first-line supervisors really need professional capacity; a lack of effective communication. Finally the introduction of competency model theory, set out training needs analysis and competency model relationship. Introduce competency standards, and competency model based on the training needs analysis, how to make the training more targeted.Chapter II mainly from the competency model design ideas, building methods, building steps, the process of establishing four areas, in order to line Changchun movie wonderland in charge of building the quality of the transition model of competence. Have taken the behavioral event interview method and questionnaire survey method. Comprehensive consideration of the McClelland and domestic scholars, Shu-Fang Zhao competency model building process, has made Changchun movie wonderland first-line supervisors for the establishment of competency model building steps.Model building process, define the target positions taken by blue-chip standard Delphi method, after seven experts, four times to seek, inductive feedback, modify, aggregate views, determine the selected behavioral event interviews Changchun movie wonderland outstanding group of first-line supervisors must meet the performance standards of .Construction of the core of the model, access to first-line supervisors with the competencies related to data, the main use of the quality of research by a competent psychologist McClelland, founder of the United States put forward examples of interview behavior.Through the interview record and analysis of two sets of behavioral characteristics of the sample frequency and intensity differences, the definition of job competency, quality of division of competence levels, the quality of different grades to make behavioral description prepared for this study the quality of the dictionary.According to interviews, appear on each and every record of an interview of the quality of the name, the number of statistics. In accordance with the preparation of the quality of the dictionary corresponding to the quality of the grade, the quality of the initial establishment of the transitional model of competence.The third chapter discusses the major review of the Law with the concurrent validity, and construct validity authentication method to validate the competency model Changchun movie wonderland first-line supervisors, and from the dynamic management, resource sharing, the developer continuous improvement put forward a first-line supervisors in three competency model of , perfect.At the same time construct validity verification, to take a survey approach, consider a 360-degree evaluation and weight design. Right before the Changchun movie wonderland line in charge of building the quality of the transition model of competency appropriate adjustments to get verified the quality of the model.Concurrent validity of the review method, once again select the best performers and the general performance of persons with behavioral event interview method to collect data. Analysis of whether the establishment of competency model can distinguish second blue-chip samples from the first-line supervisors of direct managers and executives to determine the results so as to test competency model Changchun movie wonderland first-line supervisors.The fourth chapter deals with how to use competency modeling tools to solve the Changchun movie wonderland first-line supervisors training needs analysis of issues. First proposed a prerequisite for the application: comparing costs and benefits of the implementation of the financial budget; sound training management system, optimize the management process to achieve the training system and performance management system, pay system, staff promotion system interaction; the harmonization of various departments, effective communication ; corporate executives personally involved in the project to ensure the competency model fit with the corporate strategic goals.Application process can be classified into three stages: full training in the mobilization phase, based on the competency model of training needs analysis application stage, the feedback correction phase.In which the core part of the application stage, mainly to confirm the quality gap, gap analysis and identify priorities, develop and implement training development plan. First-line supervisors to take inventory of the quality of the questionnaire survey method, according to front-line positions of all serving officers in charge of the quality of the inventory survey results to items in accordance with the quality of the breakdown of aggregate statistics, obtained first-line supervisors to the quality of the item average.Concludes with four recommendations: analysis of the reasons for the gap, staff training and re-recruitment costs, the industry benchmark for comparison and to promote the company's other posts.In this paper, the establishment of tourist attractions in charge of first-line competency model to address the training needs analysis issues with innovations in the domestic training in the management of other tourist attractions there is a certain reference value.